南京招聘

Position Summary

The Head of Human Resources guides and manages the overall provision of Human Resources services, policies, and programs for the entire Dairy Operation. The major areas directed are:
? recruiting and staffing; organizational and space planning; performance management and improvement systems; organization development; employment and compliance to regulatory concerns; employee orientation, development, and training; policy development and documentation; employee relations; company-wide committee facilitation; company employee and community communication; compensation and benefits administration; employee safety, welfare, wellness and health; employee services and counseling.
The Head of HR originates and leads Human Resources practices and objectives that will provide an employee-oriented, high performance culture that emphasizes empowerment, quality, productivity and standards, goal attainment, and the recruitment and ongoing development of a superior workforce. The Head of Human Resources coordinates implementation of services, policies, and programs through Hum an Resources staff; reports to the MD and serves on the executive management team; and assists and advises company managers about Human Resources issues.
Key Result Areas

Key Result Areas
Performance Indicator
HR Efficiency
Revenue generated per Full Time Equivalent (FTEs)
HR Budget
% labor cost /sales revenue
Compensation KPI
Salary rate /sales turn over
etc as defined by the superior.


Duties and Responsibilities
Primary Objectives:
? Development of a superior workforce.
? Development of the Human Resources Department.
? Development of an employee-oriented company culture that emphasizes quality, continuous improvement, and high performance.
? Personal ongoing development.
? Safety of the workforce.
Development of the Human Resources Department
? Oversees the implementation of Human Resources programs through Human Resources staff. Monitors administration to established standards and procedures. Identifies opportunities for improvement and resolves any discrepancies.
? Oversees and manages the work of reporting Human Resources staff. Encourages the ongoing development of the Human Resources staff.
? Develops and monitors an annual budget that includes Human Resources services, employee recognition, sports teams support, company philanthropic giving, and administration.
? Selects and supervises Human Resources consultants, attorneys, and training specialists, and coordinates company use of insurance brokers, insurance carriers, pension administrators, and other outside sources.
? Conducts a continuing study of all Human Resources policies, programs, and practices to keep management informed of new developments.
? Leads the development of department goals, objectives, and systems.
? Establishes departmental measurements that support the accomplishment of the company s strategic goals.
? Directs the preparation and maintenance of such reports as are necessary to carry out the functions of the department. Prepares periodic reports for management, as necessary or requested, to track strategic goal accomplishment.
? Develops and administers programs, procedures, and guidelines to help align the workforce with the strategic goals of the company.
? Participates in executive, management, and company staff meetings and attends other meetings and seminars.
Human Resources Information Systems HRIS
? Manages the development and maintenance of the Human Resources sections of both the Internet, particularly recruiting, culture, and company information; and Intranet sites.
? Utilizes any HURIS software to the company s advantage.
Training and Development
? Defines all Human Resources training programs, and assigns the authority / responsibility of Human Resources and managers within those programs. Provides necessary education and materials to managers and employees including workshops, manuals, employee handbooks, and standardized reports.
? Leads the implementation of the performance management system that includes performance development plans (PDPs) and employee development programs.
? Establishes an in-house employee training system that addresses company training needs including training needs assessment, new employee orientation or on boarding, management development, production cross-training, the measurement of training impact, and training transfer.
? Assists managers with the selection and contracting of external training programs and consultants.
? Assists with the development of and monitors the spending of the corporate training budget.
Employment
? Establishes and leads the standard recruiting and hiring practices and procedures necessary to recruit and hire a superior workforce.
? Interviews management- and executive-level candidates; serves as interviewer for position finalists.
Employee Relations
? Formulates and recommends Human Resources policies and objectives for the company with regard to employee relations.
? Partners with management to communicate Human Resources policies, procedures, programs and laws.
? Determines and recommends employee relations practices necessary to establish a positive employer-employee relationship and promote a high level of employee morale and motivation.
? Conducts investigations when employee complaints or concerns are brought forth.
? Monitors and advises managers and supervisors in the progressive discipline system of the company. Monitors the implementation of a performance improvement process with non-performing employees.
? Reviews, guides, and approves management recommendations for employment terminations.
? Leads the implementation of company safety and health programs. Monitors the tracking of OSHA-required data.
? Reviews employee appeals through the company complaint procedure.
Compensation
? Establishes the company wage and salary structure, pay policies, and oversees the variable pay systems within the company including bonuses and raises.
? Leads competitive market research to establish pay practices and pay bands that help to recruit and retain superior staff.
? Monitors all pay practices and systems for effectiveness and cost containment.
Benefits
? With the assistance of the CFO, obtains cost effective, employee serving benefits; monitors national benefits environment for options and cost savings.
? Leads the development of benefit orientations and other benefit training.
? Recommends changes in benefits offered, especially new benefits aimed at employee satisfaction and retention.
Employment Law
? Leads company compliance with all existing governmental and labor legal and government reporting requirements.
? Directs the preparation of information requested or required for compliance with laws. Approves all information submitted.
? Protects the interests of employees and the company in accordance with company Human Resources policies and governmental laws and regulations.
Organization Development
? Designs, directs, and manages a company-wide process of organization development that addresses issues such as succession planning, superior workforce development, key employee retention, organization design, and change management.
? Manages employee communication and feedback through such avenues as company meetings, suggestion programs, employee satisfaction surveys, newsletters, employee focus groups, one-on-one meetings, and Intranet use.
? Directs a process of organizational planning that evaluates company structure, job design, and personnel forecasting throughout the company. Evaluates plans and changes to plans. Makes recommendations to executive management.
? Identifies and monitors the organization s culture so that it supports the attainment of the company s goals and promotes employee satisfaction.
? Leads a process of organization development that plans, communicates, and integrates the results of strategic planning throughout the organization.
? Manages the company-wide initiatives including the wellness, training, environmental, health and safety, activity, and culture and communications initiatives.
? Keeps the MD and the executive team informed of significant problems that jeopardize the achievement of company goals, and those that are not being addressed adequately at the line management level.

Key Relationships

? CFO/FC/General Managers/Head of Functions
? Corporate Offices

任仕达（Randstad）是全球最大的人力资源服务机构之一，1960年由创始人Frits Goldschmeding 先生在荷兰阿姆斯特丹正式成立。经过长达５０年的持续发展，任仕达集团全球营业额超过２００亿美金，位列２００９《财富》杂志５００强的４５０位。
任仕达中国的业务范围包括：　招聘与猎头、弹性用工、人力资源外包。我们已经为数千家中国地区的跨国企业、民营机构以及国有企业提供专业服务，并在金融服务、电信、快消品、零售、ＩＴ、化工与制药等领域树立了领导地位。
我们的使命是充分关注求职者能力发展与客户业务发展的需求，并将两者完美匹配起来，通过持续创新和及时响应客户和求职者不断变化的需求，我们始终将服务水准保持于至臻境界。
现今的商业环境，竞争愈发激烈，变化转瞬之间，因此对于劳动力的灵活性、生产力水平的提高以及与人力资源相关的外包服务需求也随之不断增加。为了更好的满足这些需求，我们提供从人事管理到高管搜寻、几乎覆盖人力资源服务各个方面的全方位解决方案。
在中国这个不断变化的市场中，任仕达成功将其在国际市场上积累的丰富经验与对本地市场的深刻了解相结合。因此，我们能够满足客户在人力资源方面的全方位需求。
优秀的人才是我们成功的基石之一。我们为员工提供广泛，多样化的培训和职业发展机会和具有竞争力的薪酬。我们真诚期待您的加入。